Recruitment and Selection
Exam Materials
Course Introduction
This course examines the principles and practices involved in attracting, assessing, and selecting talent within organizations. Students will explore the entire recruitment and selection process, from job analysis and employer branding to sourcing candidates, interviewing, psychometric testing, and making job offers. Emphasis is placed on legal and ethical considerations, diversity and inclusion, and the strategic role of recruitment in achieving organizational objectives. Practical activities and case studies will give students hands-on experience with designing recruitment processes and evaluating selection tools, preparing them to contribute effectively to human resource functions in a variety of settings.
Recommended Textbook
Recruitment and Selection in Canada 5th Edition by Victor M. Catano
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10 Chapters
722 Verified Questions
722 Flashcards
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Chapter 1: An Introduction to Recruitment and Selection
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67 Verified Questions
67 Flashcards
Source URL: https://quizplus.com/quiz/23195
Sample Questions
Q1) Refer to Scenario 1-2. What is TS Inc.'s goal for recruitment?
A) to find and screen job applicants
B) to hire job candidates
C) to generate an applicant pool
D) to find and hire the best aviation employees
Answer: C
Q2) Given the fact that technology reduces the need for labour, what is one strategy being applied by HR managers to cope with large numbers of employees approaching retirement?
A) Employers have reduced their need to advertise with traditional media sources like newspapers.
B) Employers have focused their search on younger and tech-savvy applicants.
C) Employers have limited their early-retirement incentives to managers only.
D) Employers have implemented layoffs that are not age related.
Answer: D
Q3) Effective human resource managers are systems thinkers.
A)True
B)False
Answer: True
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Page 3
Chapter 2: Foundations of Recruitment and Selection I
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63 Verified Questions
63 Flashcards
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Sample Questions
Q1) Refer to Figure 2.1. What relationship does Line A represent?
A) the relationship among job analysis, knowledge, skills, abilities, and other attributes and performance management
B) the relationship between the performance domain and the knowledge, skills, abilities, and other attributes that contribute to the performance of job tasks and behaviours
C) the relationship between the knowledge, skills, abilities, and other attributes constructs and performance competencies
D) the relationship among job analysis, knowledge, skills, abilities, and other attributes, and performance criteria and dimensions
Answer: B
Q2) What is a potential outcome of a practice-based selection process?
A) the effective use of structured and consistent procedures
B) a defensible system with effective employees
C) increased productivity and competitiveness
D) human rights litigation and marginal employees
Answer: D
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4
Chapter 3: Foundations of Recruitment and Selection II
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75 Verified Questions
75 Flashcards
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Sample Questions
Q1) Refer to Scenario 3.3. As the HR manager, how would you best define discrimination to the managers?
A) any employment rule, practice, or policy that has a negative effect on employees
B) the duty of an employer to put in place modifications to discriminatory employment practices
C) the denial of opportunity to a person or class of people based on a group characteristic such as age, colour, race, religion, marital status, or mental or physical disability.
D) any unwelcome conduct or consequences that may detrimentally affect the work environment.
Answer: C
Q2) Refer to Scenario 3.3. What are the four legal sources that affect KM Contracting's employment practices in recruitment and selection?
A) constitutional law, human rights law, employment equity, labour law
B) constitutional law, criminal law, civil law, labour law
C) criminal law, labour law, employment equity, federal law
D) human rights law, employment equity, labour law, civil law
Answer: A
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Chapter 4: Job Analysis and Competency Models
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92 Verified Questions
92 Flashcards
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Sample Questions
Q1) What does the acronym KSAO mean?
A) knowledge, skills, attributes, and other abilities
B) know-how, skills, abilities, and organizational alignment
C) know-how, skills, attributes, and organizational fit
D) knowledge, skills, abilities, and other attributes
Q2) Refer to Scenario 4-1. Why would it be important for Scribe Engineering to conduct a job analysis?
A) It is the first line of defence when selection procedures are legally challenged.
B) It emphasizes selection skills and responsibilities, and de-emphasizes effort and working conditions.
C) It provides subjective and objective evidence of the skills and abilities required for effective job performance.
D) It establishes the worth of a job and defines it in measurable terms.
Q3) Extroversion is a predictor for the competency of adapting and coping.
A)True
B)False
Q4) What is the difference between a job, position, and job family? Give examples of each.
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Page 6
Chapter 5: Recruitment, Selection, and Job Performance
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65 Verified Questions
65 Flashcards
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Sample Questions
Q1) In Campbell's theory of work performance, what is the concept that refers to the degree to which individuals are committed to performing all job tasks, to working at a high level of intensity, and to working under adverse conditions?
A) maintaining personal discipline
B) supervision/leadership
C) demonstrating effort
D) job-specific proficiency
Q2) John Campbell and his associates have developed a theory of work performance. Campbell proposes that the behaviours that people are expected to exhibit as part of their job appear to fall into eight job performance dimensions. You are applying for a position as an HRM. Describe and give an example of two performance dimensions from Campbell's model that you believe would be major performance components required of a HRM. Describe how these performances are expressed in relation to an organization's mission and goals. How could this desired performance be measured? What criteria could be used? What determines individual differences in Campbell's eight job performance components? Why would you perform more effectively and efficiently than another candidate?
Q3) Explain how human rights relate to performance appraisal processes.
Q4) Describe two methods for measuring job performance.
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Chapter 6: Recruitment
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68 Verified Questions
68 Flashcards
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Sample Questions
Q1) What is the primary advantage of Internet recruiting?
A) availability to candidates with technology access and know-how
B) reaching a large applicant pool at minimal cost
C) fewer concerns about confidentiality
D) receiving a large number of résumés.
Q2) Social network sites protect the private information of job applicants such as age, religion, and ethnicity, and are not discriminatory.
A)True
B)False
Q3) One disadvantage of Internet recruiting is that it results in an overwhelming number of applicants, many of whom are unqualified.
A)True
B)False
Q4) According to the textbook, which of the following is NOT an external factor affecting recruitment?
A) the labour market
B) competition
C) sustainability
D) legislation
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Chapter 7: Selection I
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71 Verified Questions
71 Flashcards
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Sample Questions
Q1) What is employment equity? How does it affect the screening process?
Q2) You are the HRM for KM Contracting. Due to significant time constraints, the construction superintendent has asked you to collect as much applicant background information as you can on the application form to streamline and speed up the screening and selection process. What would you suggest to the construction superintendent?
Q3) A company screening job applicants wants the relationship between the actual number of people hired and the number who applied for a position to yield 0.10. What is this proportion of applicants called?
A) the applicant pool
B) the standard deviation
C) the selection ratio
D) the screening proportion
Q4) What is screening? What does screening involve? How is screening different from selection and recruitment?
Q5) Which of the following is NOT a commonly used screening method?
A) résumés
B) testing
C) application forms
D) reference checks
9
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Chapter 8: Selection II
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89 Verified Questions
89 Flashcards
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Sample Questions
Q1) What is the goal of employment testing?
Q2) Integrity tests that try to predict whether employees will steal, be absent, or otherwise take advantage of an employer don't work very well in practice because so many people lie on them or fake their answers.
A)True
B)False
Q3) Which term refers to testing procedures that require job candidates to produce behaviours related to job performance under controlled conditions that approximate those found on the job?
A) proficiency
B) aptitude test
C) realistic job preview
D) work sample
Q4) Refer to Scenario 8-1. As the HRM, what are the three types of legislation that require clear policies in dealing with substance abuse and selection?
A) health and safety, human rights, and privacy legislation
B) human rights, employment equity, and labour legislation
C) constitutional, criminal, and civil legislation
D) privacy, labour, and employment standards legislation
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Chapter 9: Selection III
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70 Verified Questions
70 Flashcards
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Sample Questions
Q1) Refer to Scenario 9-1. What would you call an MOA's attempt to create a favourable impression of him- or herself by monitoring the interviewer's reactions and responding accordingly?
A) creating a false impression
B) impression management
C) organizational fit
D) telling interviewers what they want to hear
Q2) Structuring factors include standardization, job relatedness of interview questions, and standardized scoring systems.
A)True
B)False
Q3) Write an interviewer training workshop agenda that includes the major content areas that should be addressed in a structured interviewer training program for managers. What areas would you emphasize? What training methods would be used to ensure learning is transferred to future interviews?
Q4) What is an unstructured interview?
Q5) Describe three purposes of the employment interview.
Q6) Several elements contribute to a structured interview. Describe five of these.
Q7) Describe two structured employment interview techniques.
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Chapter 10: Decision Making
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62 Verified Questions
62 Flashcards
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Sample Questions
Q1) Refer to Scenario 10-1. TS Inc. would like to use a decision-making model in which applicants' scores on each predictor (i.e., tests, interviews, reference checks) are weighted and summed to yield a total score (i.e., predicted job performance). What is this model called?
A) multiple regression
B) multiple cut-offs model
C) multiple hurdle
D) profile matching
Q2) Which concept refers to making an acceptable or adequate choice rather than the best or optimal choice?
A) selection bias
B) satisficing
C) sufficiency
D) success rate
Q3) Which concept refers to the proportion of applicants for one or more positions who are hired?
A) yield ratio
B) applicant ratio
C) selection ratio
D) employment ratio
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